Is there an agreed industry timeframe for when VOCs should be completed? Must it be before undertaking the work?

We have asked workers to ensure they take a rapid antigen test before coming in to work if they are displaying any symptoms that could indicate they have COVID-19. We have one staff member who has refused. Is the worker within their rights to refuse?

We have an employee who has been off on workers’ compensation for 5 months. There is no indication of him returning to work anytime soon. Are we able to terminate his employment? Our business operates in Queensland.

We operate a restaurant in NSW. Is there any risk matrix to manage COVID-19 risks for the hospitality industry that we should be following?

In regards to incident notifications requirements, what constitutes ‘immediate treatment’? Does it include when an employee who sustains a workplace injury is taken to the site medic?

What are our options in relation to the employment of 'anti-vaxxers'? Can we dismiss them on the basis that they are not able to work?

When engaging a contractor, what are our obligations? Do we need to ask for risk assessments for every job they undertake for us or is that only relevant for high-risk activities?

Are we able to terminate an employee's employment if he is unable to fulfill his role because he refuses to get vaccinated?

We are considering including a clause in new employment contracts to advise that having the COVID-19 vaccination is a condition of employment. Are we able to make vaccination a condition of employment (for future employees) of our business?

Could you please provide some clarification around lost time injuries?

We have recently conducted an investigation into alleged misconduct for a health and safety procedure breach. What is the process if a person were to formally appeal the outcome of an investigation?

Is an employer entitled to mandate COVID-19 vaccination for their employees?

Can we ask a job candidate to consent to undergo a pre-employment medical assessment at their own expense? Is there anything in legislation that prevents this?

Since there is clearly a health and safety issue, is there anything staff can do? For instance, would this be something that could be reported to a regulator?

What rights does an employer have when an employee refuses to wear a face mask as part of a government directive in relation to COVID-19? Can we enforce compliance and discipline an employee who refuses to comply?